Have you noticed how some people pretend to give recognition to others but they’re not really paying attention to the person they’re recognizing?
Remember when your mother used to say to you “Don’t talk with your mouthful.” Well, I’m here to tell you today not to give recognition with your hands full. Put down your smartphone or other electronic devices and allow yourself to give your undivided attention so you can give people the best recognition ever.
Think about what you might need to do or become an encourager of others to give recognition with their full and undivided attention. (more…)
Recognition Tip #43: Take time to listen to your employees.
Be all ears on and off work time. Join employees in the cafeteria. Visit and cheer on a company sports team game. You’ll discover gems of interests and expressions of passion for things you would not normally know. You can draw upon these great insights for better ways to recognize your employees.
If you want to convince senior leaders of the importance and power of employee recognition, then seriously consider video recording recognition impact statements from your employees.
A recognition impact statement is preferably a video recorded (but could be written or audio-recorded) account of the impact that the presence or absence of employee recognition has had on employees personally, emotionally, physically, and on their motivation and engagement. (more…)
Being unable to get their company’s managers to consistently and correctly use their online recognition programs often frustrates most owners and managers of employee recognition programs.
Yet, there’s an interesting irony to this problem when you ask yourself, how often have we involved managers in the design of our recognition programs? We can eliminate many of our problems if make our programs more manager and employee-centric and give them a positive user experience. (more…)
I love this quote from Marcus Buckingham,
“Great managers don’t need to be reminded of the power of praise.”
I think he’s right.
In those organizations where recognition flourishes as a way of doing things, you will always find leaders who get it. They know the importance of recognition. They personally strive to practice giving effective and meaningful recognition. And they encourage everyone to be exemplary recognition givers. (more…)
Roy Saunderson is going to give you 7 Success Strategies for Your Recognition Programs during this Facebook Live presentation. Join us and learn some practical and strategic ideas to make your recognition programs a success.
Posted by Rideau, Inc. on Tuesday, March 27, 2018
This is my Facebook Live on the 7 Success Strategies for Your Recognition Programs.
On the show, I teach some practical and strategic ideas on how to make your recognition programs more successful. There are certainly more strategies you can apply but I think you will find these to be essential.
Roy Saunderson, Vistance Institute
Recognition practitioners responsible for managing recognition programs work diligently to incorporate all of RPI’s 7 Best Practice Standards into their strategy and recognition plans. But what is more challenging for you now is the day-to-day operations and implementation of recognition throughout the organization.
- How can you get leadership commitment?
- What does it take to get managers to actually use your programs?
- Why are your recognition programs not producing the metrics you had anticipated?
Too often we seek out other organizations to learn about their best practices. Unfortunately, their best practices started several years ago and there’s no guarantee you could apply them in your company today. What’s needed is an upgrade of your “best practices” to become tomorrow’s “next practices”. Come prepared with your written questions addressing your current needs under any of the 7 Best Practices Standards. Or simply bring along one recognition question or challenge you’re struggling with right now.
Theresa Harkins, Inspirus, LLC; Gail Rawlinson, Alberta Health Services; Barbara Ruddy, Department of Economic Securities; Roy Saunderson, Vistance Institute
Do you ever feel intimidated at work? Are you nervous to share your ideas and speak up in a meeting? Many factors can have a negative impact on the physical and mental health of employees. Having a psychologically safe workplace enables people to feel they can value one another and express recognition. Recognizing an employee for their contributions is one way to positively contribute to their well-being.
Teach others about the positive impact of recognition.
Be a “recognition revolutionary” and share examples of employees who have benefited and changed from being regularly acknowledged. You have already taken
the first step by setting the example yourself. Now you must recruit other fellow recognition champions. Help your teammates and colleagues make recognition a part of their everyday experience. Consistent, daily giving of recognition will make recognition an integral part of your organizational culture.
It was a busy day at a suburban branch of a retail bank and the customer service representatives (CSR’s) were kept constantly busy with serving long lines of needy customers.
Air conditioning didn’t seem to be working the best that day and it was getting kind of warm in the bank. The bank manager had already called head office to arrange for air conditioning maintenance people to come and fix things.
The CSRs did their best to smile, pause briefly between customers to calm themselves, and patiently serve each customer with their individual banking requests.
By mid-afternoon, something unusual happened.
The bank manager walked behind each of the half-dozen or so CSRs and placed a cold can of carbonated drink on the counter next to each employee as they served the next customer in line.
Some of the CSRs were able to look up and smile back at the manager and others said thanks if they could.
But it was several minutes later before each CSR realized how special their manager’s actions were.
She had not given every CSR the same carbonated beverage. No, she had made sure to know what each of their favorite drinks was. Armed with that insight she had purchased a single can of pop that each CSR liked best.
For those CSR’s this simple but special action spoke volumes to them and showed them their manager appreciated them and the work they were doing.
Think about what can you do to personalize and customize the tokens of appreciation you give to employees. (more…)